DSHS ESA Regional Administrator

Community Services Division Regional Administrator / Exempt Management Services 3 (EMS3) As the Regional Administrator for Region 3, you guide one of the most complex and community-connected service areas within the DSHS’s Economic Services Administration. You lead a broad network of Community Services Offices across Southwest Washington and the coastal counties, ensuring people across the region have timely, equitable access to public assistance services. Your public assistance leadership strengthens the systems that help Washington residents meet basic needs, navigate life changes, and build stability. You will shape the direction of regional operations by supporting leaders, strengthening service delivery, and building relationships with Tribal governments, community partners, labor representatives, and local governments. You will help teams stay aligned with statewide priorities while responding to emerging needs across diverse communities. Your leadership centers trust, clarity, inclusion, and steady guidance through change. In your first six months, you will learn the region’s operations, meet staff across all Community Services Offices, and build relationships with Tribal partners and community organizations. You will assess current practices, identify opportunities for improvement, and begin strengthening workforce planning, operational consistency, and service quality. You will establish a clear communication rhythm with regional leaders, reinforce expectations for accountability and collaboration, and begin shaping long‑range plans that support both staff and the communities we serve. Some Of What You Will Do Provide visible, engaged leadership across Region 3 to support consistent, customer‑centered service delivery. Guide Community Services Office Administrators and regional leadership teams through coaching, accountability, and continuous improvement. Oversee regional operations, including service delivery, staffing, workforce planning, fiscal stewardship, and compliance with state and federal requirements. Strengthen partnerships with Tribal governments, community organizations, labor representatives, and local governments. Lead organizational change efforts that support employee engagement, succession planning, and workforce development. Coordinate emergency response, business continuity, and implementation of statewide initiatives. Use data, performance measures, and sound judgment to inform decisions that improve outcomes for customers and staff. Foster collaboration across administrations and external partners to align regional work with statewide goals. Who Should Apply We are looking for someone with demonstrated executive leadership experience overseeing large‑scale public assistance, human services, or comparable public‑sector service delivery operations across multiple locations. This role requires experience guiding complex systems with responsibility for operational performance, workforce management, fiscal accountability, and implementation of state and federal policy. Requirements This role also requires substantial experience in the planning and administration of a statewide human services delivery system. You may meet the requirements through several experience and education pathways, but the core requirement is extensive, practical experience guiding complex human services operations reflecting these areas: Executive leadership experience directing large, geographically dispersed operations within a public‑sector or human services environment. Experience leading through change while maintaining operational stability and employee engagement. Skill in developing leaders through coaching, mentoring, accountability, and succession planning. Experience managing core operations including service delivery, fiscal stewardship, workforce planning, program integrity, and organizational risk. Ability to build collaborative partnerships with Tribal governments, community organizations, labor representatives, and local governments. Ability to make timely, informed decisions in complex and rapidly changing environments. Commitment to equity, inclusion, belonging and culturally responsive leadership. A leadership style grounded in integrity, transparency, accountability, collaboration, and service to Washington communities. DSHS partners with people to access support, care, and resources. Working a hybrid, telework schedule, with a duty station in Tacoma, WA. Pierce County employees are eligible to receive an Orca Card for transportation needs. The Department of Social and Health Services’ (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency’s vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security. Prior to a new hire, a background check including criminal record history may be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability and competence to perform in the job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle. Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at View phone number on click.appcast.io. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or View phone number on click.appcast.io. Relationship and Reporting Structure (nepotism) Disclosure: If you are selected for hire, you must disclose whether you have a relative, household member, close friend, or romantic partner within your potential supervisory chain of command. DSHS has a Relationships and the Reporting Structure policy that prohibits nepotism and can be reviewed here. Applicants whose appointment would result in a prohibited reporting relationship are not eligible for appointment to that position. E-Verify® is a registered trademark of the U.S. Department of Homeland Security. More than Just a Paycheck! Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation. We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs. Insurance Benefits Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state. Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax‑deferred dollars toward their health care expenses. Employees are also covered by basic life and long‑term disability insurance, with the option to purchase additional coverage amounts. To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs. Dependent care assistance allows the employee to save pre‑tax dollars for a child or elder care expenses. Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction. The Washington State Employee Assistance Program promotes the health and well‑being of employees. Retirement And Deferred Compensation State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site. Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre‑tax salary dollars you defer as well as the flexibility to choose between multiple investment options. Social Security All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system. Public Service Loan Forgiveness If you are employed by a government or not‑for‑profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program. Holidays Full‑time and part‑time employees are entitled to paid holidays and one paid personal holiday per calendar year. Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information. Full‑time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 non‑overtime hours during the month of the holiday; or for the entire work shift preceding the holiday. Part‑time employees who are in pay status during the month of the holiday qualify for the holiday on a pro‑rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full‑time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave. Sick Leave Full‑time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave. Sick leave accruals for part‑time employees will be proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Pay status includes hours worked, time on paid leave and paid holiday. Vacation (Annual Leave) Full‑time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full‑time employees who are in pay status for less than 80 non‑overtime hours in a month do not earn a monthly accrual of vacation leave. Part‑time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro‑rated basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Pay status includes hours worked, time on paid leave and paid holiday. As provided in WAC 357‑58‑175, an employer may authorize a lump‑sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357‑31‑165. Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave. Military Leave Washington State supports members of the armed forces with 21 days paid military leave per year. Bereavement Leave Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave. Additional Leave Leave Sharing Parental Leave Family and Medical Leave Act (FMLA) Leave Without Pay Please visit the State HR Website for more detailed information regarding benefits. Updated 01-07-2026 01 To qualify for this role, you will have a bachelor’s degree in social work, social work administration, public administration, business administration, or a related field, AND substantive experience in the planning and administration of a statewide human services delivery system. Additional relevant professional experience may substitute year-for-year for the required education. Does your application reflect substantive experience in the planning and administration of a statewide human services delivery system? Yes No 02 Does your application reflect experience building government to government relationships with Tribal governments or significant experience partnering with Tribal communities? Yes No 03 Have you led multi‑site public service operations with responsibility for service delivery, workforce management, and fiscal oversight across several locations? Yes No 04 Have you directed leaders (not just staff) by providing coaching, accountability, and performance expectations for a regional or statewide leadership team? Yes No 05 Have you overseen implementation of state or federal policy within a complex human services delivery system? Yes No Required Question #J-18808-Ljbffr State of Washington